HRES 2202: Recruitment and Selection of HR Manager at Metro Inc.

Desklib provides past papers and solved assignments for students. This report analyzes Metro Inc.'s HR manager recruitment.

Individual Assignment 1
HRES 2202 Individual Assignment
Student Name:
Student ID:
Course Name:
Instructor Name:
Due Date:

Individual Assignment 2
Section 1
Metro Inc. is one of Canada’s largest supermarket chains working in different food retailing. The
business includes for providing consumers with fruits, vegetables, seafood, frozen food, and
dairy products. Metro Inc. has developed its vision to develop as a strategic business
organization in all its brands and departments to provide with best consumer services and
experiences (Metro Inc. 2016). The mission of Metro Inc. is to exceed the consumer expectations
in the daily shopping activities and experiences. It is aimed to gather long term loyalty of the
consumer by providing an excellent level of services for the consumers.
The values identified by the business are based on the concepts of Customer Focus, Best Team,
Execution, and Efficiency in the business processes and functions. The business can adopt for the
policies of social media in the recruitment strategies of the company to develop a more dynamic
and strategic recruitment policy (Metro Inc. 2016). It provides with opportunities to perform a
background check of the candidates by identifying their personal and professional interactions
with the society members.
Section 2
The title identified in Metro Inc. is of a Human Resource Manager. The HR manager at Metro
Inc. is required to manage and organize the human resources available with the store in order to
develop effective store operations (Brewster and Hegewisch, 2017, para 3, pp.146). The HR
manager at the store is required to identify and attract future employees for the organization. The
HR is also required to provide with services of retaining the existing talent base available with
the organization.

Individual Assignment 3
Education (K): The position of an HR manager is required to possess an educational
qualification in the field of management or business administration. The HR manager is required
to have a Bachelor’s degree in the field of Business Administration or Management. The
candidate is also required to have a Major’s degree in the field of Human Resource Management
providing with specialization in the field of human resource management.
Skills (S): The skills of effective communication, feedback, performance appraisal, and
evaluation are essential to the designation of an HR manager (Albrecht, et al. 2015, para6,
pp.125). The manager is required to evaluate the performance of the employees and appraise
their salaries as per the requirements. Performance analysis also requires providing with
feedback either positive or negative to develop and shape the performance of employees.
Personality Traits (A): The personality traits required in the HR manager at Metro Inc. includes
for Openness to experience, Agreeableness, Extraversion, and Conscientiousness. The trait of
Extraversion will enable the HR manager to lead and communicate the organisational policies
and decision in an effective manner. The trait of openness to experience will provide with skills
required to lead in a dynamic and challenging environment of the organisation.
Transfer Skills (O): The transfer skills are skills that are multi-dimensional and can be used in
different aspects of personal and professional lives of an individual. The skills required in the
field of human resource management are diversified and includes for differential skills. The
Human resource manager must have skills like Employee Relations, Leadership,
Communication, Information and Communication technology etc. (Armstrong and Taylor, 2014,
para 5, pp.57). The skill of leadership is required to manage and organize the culturally

Individual Assignment 4
diversified employees at the stores. Leadership in association with effective communication
skills will provide for problem-solving at the store.
Section 3
An assessment tool that can be used to identify the candidates is Assessment Centers. This is an
assessment tool where the candidates are placed in real life environment and atmosphere. These
centres are developed with conditions where the candidates are required to resolve the issues and
conflicts of the employees. The centres enable to judge the applicability and potential of the
candidate to handle the pressure and adjust with the organizational working environment (Dalkir
and Beaulieu, 2017, para 8, pp.178). These centres enable to assess the capabilities of the
candidates such as leadership, communication, problem-solving and decision making etc.
Therefore this assessment tool is identified as an effective tool.
Section 4
The legal sources that guide and develop the recruiting and selection in Canada are Employee
Discrimination, Data Protection Legislation, and Employment Law. The hiring manager is
required to adhere to the legal provision and policies lay in this legal source. For instance, the
hiring manager is required to maintain the privacy and conformity of any information or details
disclosed by the candidates only for the professional and selection purpose. Any disregard of the
data and information is legally regulated and assigned under the Law of Data Protection
Legislation. There are various legal sources that affect the practice of recruitment and selection
in the hiring of a Human Resource Manager.

Individual Assignment 5
The hiring process can be affected in three different stages such as Job Advertisements,
Interview and Job Posting. The hiring manager must be aware of these three areas where most of
the legal issues and conflicts arise. There are also grounds on which discrimination can be
practised towards the candidates (Armstrong and Taylor, 2014, para 5, pp.57). The grounds of
discrimination are as Race, Color, Ancestry, Political Belief, Marital Status, Gender, Sexual
Orientation, and Age etc.
The hiring manager is required to be informed about various legal sources and jurisdiction laws
safeguarding and protecting the candidates. The manager must not discriminate amongst the
candidates based on their caste, colour, and creed. As the current hiring is for the position for
human resource manager, it is necessary for the manager to acknowledge the discrimination
practiced on the basis of age in this field. It is necessary for the manager not to disregard any
candidate who is older from age and disregarding his or her abilities on the criteria of the age.
Any preference towards any specific colour, sex and gender must not be practiced.

Individual Assignment 6
References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35. Pp. 124-126
Armstrong, M. and Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers. pp. 57
Brewster, C. and Hegewisch, A. (2017). Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis. Pp. 144-1477
Dalkir, K. and Beaulieu, M. (2017). Knowledge management in theory and practice. MIT press.
pp.178
Metro Inc. (2016). CR Report. Metro Inc. Retrieved from:
https://corpo.metro.ca/userfiles/file/PDF/RapportAnnuel/2016/en/metro_CR_report_2016
.pdf.